In developing our new sales team, my first project was to develop a job analysis of all the jobs within the team. This has helped us determine the job duties, requirements, and their relative importance to the teams overall mission. Within the analysis process we have analyzed procedures like training, selection, compensation, and performance appraisal.
Training
Determining Training needs was one of the first steps within the analysis. Since the new sales mission included our team having the ability to provide and manage turn-key solutions like product training for employees, regular monitoring and info-sharing of new relevant regulations and, in some cases, full cleaning service. The training content had to be geared around solutions-based selling and would require our sales team to be more knowledgeable about emerging issues in sanitation, environmental regulation of cleaning and cleaning systems, and OSHA standards. Our new sales team will also have to understand the legal, environmental, safety, ethical and regulatory issues that affect sanitation and cleaning in varied industries and settings. Customized packages of cleaning solutions and systems will also have to be developed and sold, along with training modules for clients who will want us to provide training for their staff.
The next step in developing the training for the new sales team involved the quantification of the effectiveness of the training. What types of measures were we going to be used to determine the success and failure rates of current sales staff and new hires? One of those measures are mock performances of sales pitches for different cleaning services and handling customer service calls.
Establishing the equipment and delivery method of ...